Human resource business partner responsible for defining, implementing and executing human resource strategy for an internationally owned pump company. Responsible for all aspects of human resources for 6 US locations encompassing 400 employees and 2 labor unions.• Key member of the Senior Leadership Team• Created a more productive work environment by developing strong relationships with both management and union employees• Responsible for the transition and integration of all HR functions of a newly acquired business ensuring consistent HR practices across business locations • Selected as a member of a team tasked with developing a Training Academy in the US. Traveled to our international locations to evaluate "best practices" to be incorporated in our newly formed training facility, resulting in increased training of employees and customers• Collaborated in the development and implementation of a "Grow Your Own Talent" program designed to attract talent and build necessary skills in anticipation of the retirement of key talent • Initiated the development of a new hire orientation process, to introduce new talent to the organization, which increased new hire retention and satisfaction• Published monthly company newsletter, highlighting departmental news and employee activities, which improved inter-company communication and employee morale

Served as a consultant and coach to business leaders on all human resource related issues, supporting the company’s strategic objectives. These duties included organizational/people development and design, performance management and learning, change/transition management, employee/labor relations, compensation philosophy and execution, human resource information system processes, and human resource planning.• Successfully implemented a web-based HRIS/ Payroll system replacing a legacy system; executed on time and under budget, improving efficiency and data integrity• Collaborated and deployed a performance management system which included: management training, succession planning and talent management • Lead committee responsible for developing a diversity training program which increased diversity awareness across the organization• Participated in converting the internal compensation process to market based system, improving overall recruitment and retention• Implemented an Employee Engagement Survey which increased leadership awareness and employee satisfaction• Managed internship program bringing in students from Earth College, in Costa Rica, giving them real life business experience • Instrumental in the successful negotiation of 5-year labor contract• Responsible for the recruitment of key talent at all levels of the organization

Sr. Compensation Analyst (1997-1998)Functioned as the primary compensation consultant for two divisions totaling 2500 employees. Performed market priced job evaluations. • Conducted and participated in market surveys • Counseled and advised managers and employees on appropriate application of compensation policies and procedures • Assisted in the development and modification of incentive programs increasing retention of key employees • Managed ad hoc projects (e.g. salary expense planning, reorganizations, Year 2000 incentive)Sr. Human Resource Representative (1994-1997)Responsible for Human Resource support for the technical division of 575 employees. Functioned as a partner and consultant with business units by providing information and input to maximize the organization's effectiveness and contribute to strategic decision making processes. • Facilitated organizational change by developing strategies to achieve overall business objectives• Assisted management in creating a desirable, fair and legally compliant workplace • Project Manager for remote site project and telecommuting study• Team member for job re-evaluation and restructuring of two business unitsReceived Employee Commendable Service Award (first and only employee outside of Technical Division to receive this award)